The purpose of this study was to identify leadership styles that impacted the digital transformation of an organization. Six information technology leaders from healthcare organizations were chosen to lead and participate in a digital transformation effort across several organizations in the Midwest (USA). The information collected was transcribed for clarity and to identify patterns in leadership styles that were evident. A qualitative research design using semi-structured interviews was established to determine this impact and how leadership style influenced an organization's direction regarding its digital transformation. Specific research literature in this area was addressed and provided a framework for this issue, including the types of leadership styles which were commonly used. These styles influenced large-scale decisions within an organization. In addition, the success of this transformation was evaluated in the context of leadership styles occurring naturally within an organization. The research findings indicated that leadership style was highly impactful in transforming organizations and employee-based involvement and input played a critical role in the success of the change effort. In addition, organizational leaders lacked some of the technical knowledge required to lead this project. Leadership styles are influential in organizations and can implement norms, expectations, and desirable outcomes during large-scale transformative projects.

With the endemic health care professional shortage seen both in the United States as well as globally, retaining staff is a high priority. Much like other organizations who rely on human capital, health care professionals are the most important resource for improving patient outcomes, and for achieving organizational performance. Leaders must effectively manage their employees in order to retain top talent and meet organizational goals. One reason for high turnover rates among healthcare professionals is the lack of recognition they are given by their leaders. With this in mind, the purpose of this study was to examine the relationship between transformational leadership components and turnover intentions of health care professionals. One hundred and twenty-seven healthcare professionals from the United States participated in the survey. Participants were recruited through a LinkedIn group of healthcare professionals. More than 100 healthcare professionals from the United States responded to an online survey that contained the Global Transformational Leadership Scale, The Turnover Intention Scale, and demographic questions to describe the sample. A correlational analysis was conducted to determine the type of relationship between the health care professional’s perceptions of their supervisors’ transformational leadership and their intent to turnover. The results of this study support the theory of transformational leadership. The health care professionals’ turnover intentions were negatively correlated with the transformational leadership components, which indicate that as their turnover intentions increased their positive rating of their supervisors’ transformational leadership behaviors decreased.

Using one-way analysis of variance (ANOVA), this study aimed to examine the relationship between safety and security index and human development. The sample consisted of 53 African countries. A one-way ANOVA was conducted to try to answer the research question (RQ): Does a statistical significant relationship exist between safety and security index and human development. The results indicated that there is a statistically significant relationship with strong effect size between safety and security index and human development. In order for African countries to experience steady economic growth and sustainable human development, security and safety issues must first be addressed.

We present SpatialVOC2K, the first multilingual image dataset with spatial relation annotations and object features for imageto-text generation, built using 2,026 images from the PASCAL VOC2008 dataset. The dataset incorporates (i) the labelled object bounding boxes from VOC2008, (ii) geometrical, language and depth features for each object, and (iii) for each pair of objects in both orders, (a) the single best preposition and (b) the set of possible prepositions in the given language that describe the spatial relationship between the two objects. Compared to previous versions of the dataset, we have roughly doubled the size for French, and completely reannotated as well as increased the size of the English portion, providing single best prepositions for English for the first time. Furthermore, we have added explicit 3D depth features for objects. We are releasing our dataset for free reuse, along with evaluation tools to enable comparative evaluation.

The purpose of this quantitative, correlational study, based on the theoretical framework of transformational leadership, was to examine the relationships between leadership style, organizational culture, and job satisfaction in the U.S. healthcare industry. The study addressed a problem faced by U.S. healthcare leaders, who are currently unaware as to how transformational leadership and organizational culture can impact job satisfaction in an industry with high burnout and low satisfaction levels. The following research questions for exploration are: (1) Is there a statistically significant relationship between transformational leadership and job satisfaction in the U.S. healthcare industry? (2) Is there a statistically significant relationship between organizational culture and job satisfaction in the U.S. healthcare industry? (3) Is the relationship between transformational leadership and job satisfaction in the U.S. healthcare industry mediated by organizational culture? Data to answer the research questions is from a collection through random sampling processes that resulted in a sample of 111 American healthcare employees and analyzed with Stata software. The main finding of the study was that an apparent effect of transformational leadership on job satisfaction disappeared when organizational culture variables are considered. The results suggest that healthcare organizations should attempt to move away from externally focused cultures in order to increase job satisfaction. Such a move could improve social outcomes by improving the quality of work for millions of stressed American healthcare employees.

<p class="ber"><span lang="EN-GB">Given the strategic benefit of retaining employees, the need for identifying factors that drive employee retention has attracted the attention of both scholars and practitioners in the past few decades. Grounded on the self-determination theory of motivation, the purpose of this quantitative study with correlational design was to examine he relationship between normative commitment and turnover intention among healthcare internal auditors in the United States. The results of a correlational analysis using data from 92 healthcare internal auditors member of AHIA show a negative and significant relationship between normative commitment and turnover intention </span><span lang="EN-GB">(r=-</span><span lang="EN-GB">.248</span><span lang="EN-GB">, p=.03). </span></p>

The purpose of the study was to examine how AIS is observed by its users within an academic medical center where financial transactions are critical in managing patient care and research operations. A cross-sectional qualitative research design was applied using interviews, the convenience sampling method was used to select study participants, and a thematic analysis was conducted to identify patterns in the responses given. Based on the results provided in the interviews, 1) AIS design and specifications are associated with user satisfaction and performance in the workplace environment. 2) Organizations must focus on delivering AIS that offers the resources required for employees to perform their roles and being as effective as possible. 3) User needs should be identified as part of any AIS implementation or upgrade to support performance optimization with ongoing system utilization. The study questions were validated under the subject matter of job-related tasks and performance as related to the use of accounting information system. The study will aid the future business environment by obtaining employee feedback regarding future changes to the system that will address their specific roles and responsibilities so that the system promotes greater efficiency and will enhance performance.

Using Grounded Theory, this study addresses factors related to forensic accounting, as well as various issues that can arise due to lack of security measures. The study identifies issues related to lack of security measures and cybersecurity crimes, and their impact on corporate-governance practices within organizations. This qualitative research study was phenomenological in nature and participants included a group of twelve employees in the field of forensic accounting, auditing, and information security systems across several organizations in the Southwest United States who were interviewed about cybersecurity and information security. Specific research literature provides a framework for this study, indicating the need for information technology that reinforces data safety and increases the effectiveness of corporate governance. The forensic accounting system depends on auditing and risk-control factors because in their absence, organizations may be unable to keep data confidential. Larger firms must adopt security measures that advanced technology provides within the accounting system to help develop fairness and transparency within the forensic accounting system. The study proposes means of increasing good corporate-governance practices and decreasing the risk in larger organizations using the latest technology.